1. Would a claim for COVID-19 be considered a compensable occupational disease injury under the Workers’ Compensation Act?

Possibly under occupational disease statute. There is no specific statute for COVID-19, entirely fact dependent.

2. What is the jurisdictional rationale that makes the claim compensable? Provide all rules that would apply to make the claim compensable.

85A O.S. Sec. 65(D). The formatting of this document makes it impossible to paste the text, so please follow this link: https://www.oscn.net/applications/oscn/DeliverDocument.asp?CiteID=471505

3. If the employee is directed by the employer to quarantine due to possible exposure at work (and the employer is continuing full salary for 14 days), does the employer’s direction make the claim compensable under the Workers’ Compensation Act?

Voluntary provision of any benefit is not an admission of liability in Oklahoma, COVID-19 or not.

4. Are “first responders” considered at greater risk than the general public under the Workers’ Compensation Act?

Not specifically, only insofar as their employment would create facts that would make it more likely they could show “occupational disease” compensability.

5. Is “Pharmacy” considered a first responder under the Workers’ Compensation Act?

There are no distinctions for “first responders”.

6. Is the state calling for legislation that would eliminate the burden of proof for workers making a COVID-19 occupational disease claim? If so, please provide summary of what is being proposed.

Not yet.

7. Has the state governor issued an executive order allowing for COVID-19 cases compensable under the Workers’ Compensation Act? If so, please provide copy of the executive order.

No.

8. If COVID-19 claims are compensable under the Workers’ Compensation Act, is the waiting period waived?

No.

9. If the claim is compensable under the Workers’ Compensations Act and the employer pays the employee their full salary for the first two weeks during quarantine, how does this affect the TTD benefits?
Wages-in-lieu always replaces TTD.

10. Can the TTD benefits start be delayed if the employee’s disability extends beyond 14 days if the employee receives their full salary for the first two weeks?
Unknown.

11. Can the TTD benefits be offset by the full salary paid to the employee?
Again, wages-in-lieu substitutes TTD obligation.